How to increase gender balance in digital fields

Lately, I’ve been attending a lot of industry events, and there has been one recurring theme: a glaring lack of women speakers! Far too often, the only woman on a panel (if any) is the moderator—which, let’s be honest, does not really count as equal representation and the panel would still count as a ‘manel.’ And please, don’t tell me there aren’t female professionals in this or that field. There are talented women out there, bringing expertise and fresh perspectives across every sector. It’s time we move beyond tokenism and make sure women are not only present, but actively participating as thought leaders and experts. YOU can do something about it: 🔴 As a speaker, recommend, introduce and advocate for women co-panelists. 🔴 As an event organizer, audit speaker lineups and actively seek out female experts, or hire someone to do that for you. 🔴 As a sponsor or partner, support events that prioritize gender balance and hold others accountable for their choices. Equal representation doesn’t happen by accident—it requires intentional action from each and every one of us. When we create space for all voices, we enrich the conversation with diverse voices and inspire the next generation of leaders; and it is time for our event lineups to reflect that! #representationmatters #womeninleadership #diversityandinclusion #publicspeaking #genderequality #socialimpact

📊 **Gender Gaps Are Narrowing In Education, But Is This Enough For Digital India?** As I examined in my recent article, India has made remarkable progress in achieving gender parity in education enrollment across all levels - primary, secondary, and higher education. This progress earned us first rank in primary and tertiary education globally in the World Economic Forum Global Gender Gaps subindices ranking. But looking beyond enrollment numbers, concerning trends emerge: • The ASER 2024 report shows while 51% of girls in class V can read standard II level text (vs 47% of boys), only 29% of girls can do division (vs 32% of boys) • There's a significant gender gap in smartphone ownership - 36% of boys own personal smartphones compared to just 26% of girls • Between 2020-2023, Nikore Associates consultations across 15 states revealed young girls were often last to access shared household smartphones, for the least time, with most monitoring • Only 74% of private schools and 46% of government schools have internet facilities (Ministry of Education) • While women make up nearly half of STEM graduates, men continue to dominate engineering, technology, computer sciences, and management - the streams with highest growth potential With the WEF's Future of Jobs Report 2025 indicating 86% of businesses expect AI, robotics and automation to transform their companies, closing this digital divide is crucial. I propose three key solutions: 1️⃣ A mass digital literacy program for girls - a "Beti Padhao, Beti ko Phone Dilao" initiative 2️⃣ Improved technology readiness in schools through public-private partnerships 3️⃣ Celebrating women in STEM as role models For truly harnessing women-led development in a digital economy, India's girls need to be empowered in digital spaces. Today, literacy doesn't just mean being able to read and write, but to read, write, and surf. See the full article on Outlook Publishing (India) Pvt. Ltd. here: https://lnkd.in/gdcxrZR5 #GenderEquality #DigitalInclusion #WomenInSTEM #Education #India #GenderDigitalDivide #DigitalIndia #DigitalEconomy #Education #GenderGaps Nikore Associates

“Men apply when they meet 60%. Women only when they meet 100%.“ We’ve all heard it. We’ve all quoted it. And… It’s wrong. That line comes from an internal HP report from 2014, not a scientific study. It spread because it felt true. But feelings aren’t frameworks. Here’s what research says: The Behavioral Insights Team (2022) and Harvard’s Katherine Coffman (2023) found that women don’t apply less often because they lack confidence. They apply less often because our job ads make them guess. When ads are vague: “proven excellence,” “leadership mindset,” “strong analytical skills” , qualified women are far less likely to apply. Make the expectations concrete, and the gap almost disappears. In Coffman’s experiment, women’s applications jumped by 20 percentage points when the ad listed specific, measurable requirements. Not because women changed. Because the signal did. So if you really want more women in your pipeline, stop fixing women. Start fixing your job descriptions. Here’s where to start this week: 1. Rewrite one key role with clear, measurable, skill-based criteria: describe what someone needs to do, not just who they should be. 2. Separate must-have skills from “nice-to-haves.” Focus on what’s truly future-proof: adaptability, learning mindset, collaboration, and digital literacy. 3. Add a straightforward line: “If you meet most of these skills or have the potential to grow into them, we’d still love to hear from you.” 4. Track your applicant data. Watch who shows up and who finally feels seen.     That’s how inclusion starts, not in slogans, but in structure. And not in personality traits, but in skills. Let’s stop quoting the 60% myth. And start rewriting the rules of how opportunity is communicated. Skill by skill. #SkillsFirst #Recruiting #Diversity #Inclusion #FutureOfWork #Leadership #Hiring #GenderEquality Sources: Behavioural Insights Team (2022). Gender differences in response to requirements in job adverts.London: The Behavioural Insights Team. Coffman, K. B., Collis, M. R., & Kulkarni, L. (2023). Stereotypes and Belief Updating. Management Science, Articles in Advance. Harvard Business School Working Paper. ID! A dark blue graphic with bold white text shows the quote:“Men apply when they meet 60%. Women only when they meet 100%.”The quote is crossed out with a large red “X.”Below, new text reads:“The problem isn’t women’s confidence. It’s how we write the job.”On the lower right, Ute Neher appears smiling, with curly blonde hair, glasses, and a patterned blouse, set against a light background.

My kids asked me today, "why is there an International Women's Day?". Well, it's all about raising awareness for ongoing inequalities! The graphic below is from the paper "A GENDER PERSPECTIVE ON ARTIFICIAL INTELLIGENCE AND JOBS: THE VICIOUS CYCLE OF DIGITAL INEQUALITY" by Estrella Gómez-Herrera, University of the Balearic Isl, and Sabine T. Köszegi, Technische Universität Wien, published by Bruegel - Improving economic policy, Aug. 2020. The paper focuses on the impact of AI on labour markets, highlighting how gender stereotypes and gendered work segregation, on the one hand, and digitalization and automation, on the other hand, are entangled and result in a vicious cycle of digital inequality. (see graphic below) Digital gender inequality stems from societal stereotypes, leading to fewer women in STEM and ICT, which is worsened by workplace challenges such as retaining female talent due to issues in representation, remuneration, and promotion within technology fields. Consequently, AI systems often are developed by predominantly male teams, potentially overlooking the diverse needs of users and reinforcing gender stereotypes, embedding discriminatory practices and gender biases into AI systems. [See also: - "When Good Algorithms Go Sexist: Why and How to Advance AI Gender Equity", by Genevieve Smith & Ishita Rustagi, 2021: https://lnkd.in/ggU-Vr9c - Berkeley Haas Center for Equity, Gender & Leadership, Bias in AI: Examples Tracker, https://lnkd.in/gPVgu4E5] The paper also shows how AI may worsen gender disparities in the workforce. E.g., to measure the impact of AI on occupations and gender-based risks, the Routine Task Intensity (RTI) framework was used. It showed that women are more likely to perform routine or codifiable tasks than men across all sectors and occupations, putting them at a higher risk of job displacement due to automation. The paper concludes with key policy recommendations: - Addressing gender stereotypes and inequalities in society by revising communication practices, educational content, and professional environments. - Increasing exposure of women/girls to digital technologies, integrating ICT into compulsory education curricula, and providing incentives for STEM participation. - Combating occupational segregation by increasing the number of women in the AI workforce, enhancing transparency in recruitment, promoting visibility for women in AI, and addressing the distribution of unpaid childcare and housework. - Addressing inequalities in technology access and reproduction by conducting algorithmic audits to identify sources of gender bias, examining the gendering of digital assistants, and investing in closing the digital skills gender gap. Link to full report: https://lnkd.in/gbQmQrbd

Be a STEMinist: Advocate for Women in STEM Careers and Leadership I identify as a STEMinist: ↳This means that I advocate for women and girls to have access to education, mentorship, and leadership in the fields of science, technology, engineering, math and medicine. Why do I speak loudly today? The World Economic Forum shares devastating statistics: - Women represent 49.3% of employment in non-STEM fields but only 29.2% of the STEM workforce. - Early career attrition is significant, with many women leaving STEM roles within one year of graduating. - The leadership gap in STEM is bleak: women make up 29.4% of entry-level roles but just 12.4% of C-Suite executives. As a female brain doctor and advocate for women in STEM and leadership, I’m passionate about breaking barriers and building pathways for the next generation of #WomenInSTEM  Here are key insights and actionable steps to empower women in STEM: 1. Start Early: ↳Gender stereotypes in STEM begin young. By age six, many girls associate intelligence with boys. ↳Early education must challenge these biases with messages like "STEM is for everyone." ↳Representation in media, like strong girl STEM characters, can inspire lifelong curiosity. 2. Inspiration & Mentorship Matter: ↳Companies and institutions should create mentorship programs connecting young women with STEM professionals. ↳Role models who’ve overcome challenges can ignite passion and confidence in pursuing STEM careers. 3. Hands-On Experience is Key: ↳Practical opportunities—internships, workshops, and site visits—help solidify STEM interests. ↳Collaboration between businesses and schools to align curricula with industry trends ensures graduates are career-ready. 4. Inclusive Cultures Retain Talent: ↳ Retention is as necessary as recruitment. Inclusive workplaces, free from bias and visible diversity in leadership, foster an environment where women thrive. 5. Digital Accessibility: ↳In emerging economies, unequal access to digital tools and training holds girls back. Bridging this gap is essential for a truly diverse global STEM workforce. 6. Leverage Online Learning: ↳Flexible, credentialed programs allow women to balance education with caregiving and other responsibilities. ↳Women are enrolling in online STEM courses at higher rates and developing skills faster than ever. 7. Embrace Remote Work: ↳Hybrid models and skills-based hiring create new opportunities for women to excel in STEM careers and leadership. Closing gender gaps in STEM is not just about equity and equality; it’s about building a better future for innovation, engagement, and workplace cultures. How are you advocating for gender equity in STEM? Share your thoughts below! 👇 #WomenInSTEM #Leadership #DiversityInTech #WomenLeaders #STEMinist

‼️ 𝗛𝗮𝗹𝗳 𝗼𝗳 𝘄𝗼𝗺𝗲𝗻 𝗶𝗻 𝘁𝗲𝗰𝗵 𝗹𝗲𝗮𝘃𝗲 𝘁𝗵𝗲 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗯𝘆 𝗮𝗴𝗲 𝟯𝟱, 𝗮𝗻 𝗮𝘁𝘁𝗿𝗶𝘁𝗶𝗼𝗻 𝗿𝗮𝘁𝗲 𝟰𝟱% 𝗵𝗶𝗴𝗵𝗲𝗿 𝘁𝗵𝗮𝗻 𝗳𝗼𝗿 𝗺𝗲𝗻 𝗶𝗻 𝗜𝗧. ‼️ The challenge isn’t just attracting women to IT - it’s keeping them. CIOs play a critical role in fostering an environment where women can thrive. Here’s how: ✅ Look inward, with data: Use data to identify turnover triggers and key moments that impact employee experience. ✅ Ask the right questions: Stay and exit interviews can uncover critical insights - then take action on what you learn. ✅ Facilitate mentorship & networking: Ensure women on your team have mentors, sponsors, and development plans. ✅ Embrace flexible work: Flexibility isn’t just about location. It’s about supporting employees’ diverse needs, from caregiving to career growth. ✅ Build internal support networks: Employee resource groups and other communities help women connect, grow, and stay. ✅ Foster an inclusive culture: A workplace where everyone’s contributions are valued leads to stronger engagement and retention. ✅ Ensure equitable advancement: Access to training, leadership opportunities, and promotions is key - especially as women continue to leave IT at higher rates. Retaining top talent requires intentional effort. What strategies have worked in your organisation? Read more in this article from CIO Online below 👇 #WomenInTech #CIO #ITleadership #DiversityInTech https://lnkd.in/g4qSa6dd

Guess what? Only 30% of AI professionals are women! According to the Global Gender Gap Report 2023, this imbalance fuels gender biases in AI, making it inherently sexist. Yes, you heard it right. The world has a gender equality problem, and so does Artificial Intelligence (AI). While we are making great strides in gender equity across various fields and more women are accessing the internet daily, the truth is that women still do not get to create much of this technology. Many women use AI, but few get to build it. Does that matter? The truth is, it does. It's like using a half-baked cake every day. A study by the Berkeley Haas Center for Equity, Gender, and Leadership analyzed 133 AI systems across different industries and found that about: 💻 44% showed gender bias 💻 25% exhibited both gender and racial bias This might not sound real, but it is. The systems that change our lives every day are still primarily based on the lives of men, not women. AI is mostly developed by men and trained on datasets that are primarily based on men, leading to responses that are not inclusive, inaccurate, and unrealistic for women. When technology is developed with just one perspective, it’s like looking at the world half-blind, and that can never ensure a gender-equitable world. The question now is, how can we ensure that technology is gender equitable? To prevent gender bias in AI, we must first address gender bias in our society: 📍Increase Women's Participation: Encourage more women to not only use but also create technology. We need more women researchers in AI. The unique experiences of women can profoundly shape the foundations of technology, paving the way for new and inclusive applications. 📍Draw on Diverse Expertise: Integrate diverse fields of expertise, including gender expertise, when developing AI. This ensures that machine learning systems serve everyone better and support the drive for a more equal and sustainable world. 📍Promote Inclusive Data and Decision-Making: In a rapidly advancing AI industry, the lack of gender perspectives, data, and decision-making can perpetuate inequality. For a gender-equitable world, we need gender-equitable technology and AI. In summary, for AI to be truly transformative and inclusive, we need a diverse and gender-balanced workforce. Let’s work towards a future where technology serves everyone equally. LinkedIn Guide to Creating LinkedIn for Nonprofits LinkedIn News India #GenderEquity #WomenInAI #BiasInTech #InclusiveTech #SustainableFuture